Case Study Dave Urlich Model Of Hp

QUESTION TWO:

Dave Urlich Model adopted by HP:

Benefits:

Depending on the goals assigned to the Human resources which was the reason of the success of HP.

HP 's Human resources professionals were assigned four specific goals:

1) To facilitate, measure and improve the quality management and team work.

2) To contribute to business strategy, identify human resources implications and facilitate changes with HP basic Values.

3) HR asked to accelerate individual and Organizational learning.

4) HR was to manage people related processes.

Depending on the Dave Urlich Model, the following elements have been achieved by HP:

-HP Human resources Business were partner:

A strategic partnership with dedicated internal employees.

A strategic plan of human resources is easier for the success of HP

It influences positively the organisation design and identify key talents within the HP.

It gives feed back to the imployees.

It increases productivity within the organization.

-Change agent.

It participates in management

This increases confidence in employees because this collaboration processes insures that the employees have input and they don 't feel they have wasted their time. The employees has his or her own specific objectives that are relevant to his or her responsibilities. In the review meeting, both managers and employees use their performance diary notes and it helps both sides to feel much better prepared aware of the subject matter. And this requires the organization to implement culture of commitment in the Human resources.

Rules are known by everyone:

The structure of performance management matters a lot. Where the system is well structured both employees and managers enter in the process with hope and confidence due to the rules that are well structured and which helps to know what is being assessed and it is going to be assessed.

Implementation of